The CPSU serves the following
claims on the University of Technology Sydney (UTS) for an Enterprise Agreement
for professional staff employed by UTS.
That the University of Technology Sydney Professional staff
Agreement 2017 shall provide:
1.
All existing conditions of employment to be maintained
for professional staff, unless otherwise improved as a result of negotiations
with the CPSU.
Consultation
2.
The university and combined unions will form a Joint
Consultative Committee (JCC) for consultation on matters affecting Employees covered
by the Agreement.
3.
Improvements to the process for policy development will
be dealt with through the JCC
4.
Ensure increased transparency and accountability during
Consultation relating to Change Management.
Salary and
Related Matters
5.
Negotiated and fully funded Salary (and allowance) increases
guaranteed over the life of the
Agreement. Professional staff are to be reimbursed for any delays and each pay
increase will compound onto the previous salary.
6.
Professional staff provided with career paths through
ongoing training and career development opportunities. This will create a
trained, multi skilled workforce with increased job satisfaction.
7.
Any staff member may apply to have the classification
level of their position reviewed. If the position is reclassified to a higher
level the incumbent will retain the position.
8.
Improvements to broad banding, so that all broad
banding proposals will be developed in accordance with the agreed guidelines.
9.
Opportunities to act in a higher position shall be offered
to eligible staff on a rotating basis. When considering which person shall act
in a higher position, the supervisor shall consider a range of issues including
merit, staff development and the fair allocation of higher duties allowances.
Hours of
Work
10.
Ordinary hours of duty band to span from 6am until 6pm
Monday to Friday excluding Public Holidays.
11.
To ensure the right to flexible work arrangements be available
to all professional staff in the University, with all requests documented. When
requests are denied, management will provide reasons in writing.
12.
The University shall ensure that when staff work beyond
normal hours they will be paid a meal allowance in accordance with the clause
in this Agreement.
13.
Cab Charge dockets supplied or reimbursed through NEO
to staff working after 8pm as a WH&S measure.
14.
Provision for ‘Working From Home’ arrangements to
demonstrate a commitment to providing a flexible working environment;
15.
Working hours and workloads will always take into
account caring responsibilities.
Leave
16.
All staff should be able to access their leave at a
mutually agreed time and date. The supervisor/manager will provide in writing a
reason why leave cannot be granted.
17.
A commitment that professional staff who are on leave
for more than one week have their positions backfilled
18.
Improvements to parental leave, including:
i.
primary carer leave regardless
of gender,
ii.
fully paid parental leave to fixed term employees if
their contract expires after 20 weeks of pregnancy,
iii.
in the event of a multiple birth an employee is
entitled to four weeks extra paid parental leave for each additional child and;
iv.
a clear
statement that all paid parental leave entitlements shall be in addition to the
Paid Parental Leave Act 2010.
19.
A commitment to provide increased support to professional
staff experiencing family and domestic violence, including:
20.
i.
20 days per year for paid special DV leave
ii.
Where requested by the employee, temporary or permanent
changes to working times and patterns, changes to specific duties, or
redeployment or relocation
iii.
Measures to ensure a safe working environment, for
example changing a telephone number to avoid harassing phone calls
iv.
Professional staff cannot be adversely affected at work
because they are experiencing domestic violence – for example being disciplined
for job performance problems or denied opportunities for promotion, and
v.
Professional staff who support other staff experiencing
domestic violence may take carers leave to accompany them to court, to hospital
or to mind children
21.
For the purposes of long service leave recognition of
prior service is to include service with a controlled entity of UTS, TAFE NSW,
CSIRO, and ANSTO.
General Conditions
22.
The preferred employment of professional staff should
be on a continuing basis. Continuing positions which are substantively vacant
should be filled permanently
23.
Improvements in process of conversion of fixed term and casual professional
staff to continuing employment status
24.
A commitment to investigate provision of public
transport (Opal Card) for professional staff
25.
To avoid printing costs and improve sustainability the
university will provide their staff with tablets
26.
The Agreement recognises that Professional Staff are
involved in delivery of teaching and remunerates them accordingly
27.
A $2000 sign-on payment for all professional staff
28.
Indexing the current employer superannuation
contributions so that any increases that result from the Superannuation Guarantee (Administration) Amendment Act 2012 during
the term of this agreement will result in increased superannuation payments to
professional staff.
29.
Severance payments for fixed term staff to be the same
as found in the Higher Education
Industry—General Staff—Award 2010.
30.
An outsourcing
clause that provides that UTS cannot outsource the work performed by existing
professional staff unless:
i.
In particular circumstances where specialised equipment
or specialised services are not readily available or cost effective within the
University. Supporting evidence to back this claim must be provided in writing
to the CPSU.
ii.
The CPSU reserves the right to challenge any potential
outsourcing of services/work that are currently done, or could be done by CPSU
members.
31. Professional
staff elected as Health and Safety Representatives (HSR) will be provided with
an allowance
comparable to the first aid allowance.
32. Misconduct clause to include and define
“misconduct” and “serious misconduct”.
Termination of Employment
33. Improvements to the redundancy clause,
including:
i.
for the purpose of redundancy/retrenchment pay,
continuous service is to include any service as a casual at UTS
ii.
payment of all reasonable costs and charges associated
with a program of retraining or other agreed measure to mitigate the effects of
a position being made redundant
iii.
job search assistance scheme of up to $5000 each, for
professional staff made redundant
Other
34. The
CPSU reserves the right to raise other matters throughout negotiations that
would
benefit professional staff at UTS.
